Is the end in sight to age discrimination?

UNLESS tailored support is given to older people who have experienced long-term unemployment they are at risk of never working again, a new report from the TUC reveals. The TUC’s report indicates that unemployed people over the age of 50 are 10 times more likely to be out of work, than back in employment, after two years.

UNLESS tailored support is given to older people who have experienced long-term unemployment they are at risk of never working again, a new report from the TUC reveals. The TUC’s report indicates that unemployed people over the age of 50 are 10 times more likely to be out of work, than back in employment, after two years. But why is this? In July, a survey was released which indicated the recession was leading to older workers being dismissed. If this is actually the case, there is a distinct lack of expertise among business leaders in the UK today. Prior to the introduction of the Employment Equality (Age) Regulations 2006, it had been recognised that discrimination on the grounds of a person’s age was wrong. This was highlighted in an EU Directive in 2000 which required legislation to outlaw age discrimination throughout the European Union. But here in 2009, underlying age discrimination still exists. Age discrimination can occur at any age and the Government has introduced measures to combat long-term youth unemployment, such as the job guarantee scheme. However, as the TUC advocate, the Government should introduce similar measures to combat long-term unemployment for older members of the workforce because not to do so will have a progressively more severe effect on the older members of the working population who will need the Government support in the end, whatever the outcome. It is said that many employers are blinkered when it comes to considering a pool of workers, for example, in a potential redundancy situation. Older workers have been overlooked in favour of younger team members for continuing job opportunities. This is a false economy. It does not make sense to sack experienced workers. Contrary to popular belief, it is as easy, if not easier, to retrain an older person than a young person who is more intent on using a succession of jobs as stepping stones to another career or position. The older members of the workforce are likely to be more stable and again statistically take fewer days off than their younger counterparts. Enlightened employers ensure they have a balanced workforce across the age spectrum, drawing upon a pool of skills and experience, which not only benefits the business as a whole but utilises the older members of the workforce to train the younger members, thus ensuring loyalty to the business and increased productivity. For more information on these and other matters, you should contact the ELAS advice team on 0161 785 2000. Charles House, Albert Street, Eccles, Manchester, M30 0PW www.employment-law.uk.com